cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Yohana Cahya Palupi Meilani
Contact Email
yohana.meilani@uph.edu
Phone
+62215460901
Journal Mail Official
feedforward.journal@uph.edu
Editorial Address
Kampus Universitas Pelita Harapan Gedung F Lt 12 Jl. M.H. Thamrin Boulevard 1100, Tangerang, Banten 15811
Location
Kota tangerang,
Banten
INDONESIA
Feedforward: Journal of Human Resource
Published by Universitas Pelita Harapan
ISSN : -     EISSN : 27762025     DOI : -
Core Subject : Social,
Social Sciences
Feedforward: Journal of Human Resource aims to foster leading scientific research on human resource management. It provides a central and independent forum for the critical evaluation and dissemination of research and to publish the highest quality research with evaluation, evidence and conclusions that are relevant to human resource management while engaging human resource management scholars and practitioners. Feedforward: Journal of Human Resource places a strong emphasis on both knowledge and practice, facilitating the exchange of ideas and discoveries on research issues. The journal is intended to give both an academic and practical focus, reflecting the trends, interests in on going human resource initiatives, phenomenon related to business human resource management.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 5 Documents
 1 
Search results for , issue "Vol. 5 No. 1: April 2025" : 5 Documents clear
REVOLUTIONIZING ORGANIZATIONAL EFFICIENCY WITH DIGITAL TRANSFORMATIONAL LEADERSHIP: THE BRIDGING ROLE OF EMPLOYEE PERFORMANCE AND ENGAGEMENT Mariana
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9572

Abstract

This study investigates the influence of digital transformational leadership on organizational efficiency, focusing on the mediating effects of employee performance and work engagement. In an increasingly digitalized business environment, leaders must leverage technology to guide their teams toward enhanced productivity, innovation, and agility. However, only some studies have comprehensively examined the intersection of digital leadership behaviors, employee- related factors, and efficiency metrics. Adopting an exploratory approach, this paper synthesizes recent literature (2018–2023) from Scopus-indexed journals to identify patterns and gaps in the current understanding of how digital transformational leadership can foster a high-performing, engaged workforce that drives improved organizational efficiency. The review involved searching key terms such as "Digital transformational leadership," "Employee performance," "Work engagement," and "Organizational efficiency," ensuring a targeted examination of relevant sources. This integrative approach supports a comprehensive perspective. The findings suggest that digital transformational leadership behaviors—such as providing a clear digital vision, encouraging innovation, and using collaborative platforms— positively affect employee performance and work engagement. This, in turn, enhances organizational efficiency by optimizing resource use, improving workflow processes, and fostering a more innovative and responsive organizational culture. The results also highlight the importance of managerial capabilities in navigating digital transformation initiatives. However, the paper acknowledges certain limitations, including its reliance on secondary data and the exploratory nature of its design. Future empirical studies should further validate these relationships, considering contextual factors and longitudinal frameworks to strengthen generalizability and applicability.
PULLING THE HEARTSTRINGS: EMPLOYER BRANDING, ENGAGEMENT, AND THE RETENTION OF MILLENNIAL TALENT IN HIGHER EDUCATION Manalu, Della Edelweiss; Yohana F. Cahya Palupi Meilani
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9573

Abstract

In a progressively competitive global environment, employer branding has emerged as a vital element in talent retention, especially among millennials who constitute a significant portion of the workforce. Higher education institutions contribute to knowledge advancement and the establishment of an appealing work environment for their personnel. The elevated turnover rate among millennials presents a difficulty for businesses, especially institutions. This study seeks to examine the influence of corporate branding on talent retention, utilizing employee engagement and affective commitment as mediating variables. The study used a quantitative methodology including a sample of 50 permanent staff members at XYZ University. The employed sample method is purposive sample, with data gathered using a questionnaire. Data were examined utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results demonstrate that employer branding positively influences employee engagement and affective commitment. Employee engagement substantially affects talent retention, although affective commitment does not directly influence it. Furthermore, employee engagement is established as a crucial mediator in the correlation between company branding and talent retention, although affective commitment does not function as a significant mediating variable. This study underscores that effective employer branding must prioritize the enhancement of employee engagement to bolster talent retention within higher education institutions. Organizations are encouraged to cultivate an inclusive workplace, implement supporting policies, and provide career development opportunities to enhance employee engagement and loyalty.
REKONSTRUKSI TEORI KEPEMIMPINAN PENDIDIKAN: MEMBANGUN KERANGKA HOLISTIK BAGI SEKOLAH ABAD KE-21 [RECONSTRUCTING EDUCATIONAL LEADERSHIP THEORY: BUILDING A HOLISTIC FRAMEWORK FOR 21ST CENTURY SCHOOLS] Putu Ayu Novita; Yohana F. Cahya Palupi Meilani
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9577

Abstract

21st century education faces complex challenges due to technological disruption, social change, and demands to improve the quality of learning. Unfortunately, many educational institutions still apply a partial and less adaptive approach to leadership. This research aims to build a holistic leadership framework that is more integrative and contextual. A PRISMA-based meta-analysis method was used to review 150 Scopus Q1–Q2 (2018–2024) articles, with a final selection of the 10 most relevant articles. The results of the analysis show that a combination of transformational, instructional, digital, and distributed leadership can increase learning effectiveness, teacher participation, management efficiency, and institutional adaptability.  The proposed Holistic Leadership Framework model combines transformational vision, academic focus, technology utilization, and organizational collaboration. A key contribution of this study is the integration of various leadership approaches into a single strategic framework that is applicable to principals and policymakers. The study also encourages further validation in different contexts to test the effectiveness of its implementation. Abstrak Bahasd Indonesia: Pendidikan abad ke-21 menghadapi tantangan kompleks akibat disrupsi teknologi, perubahan sosial, dan tuntutan peningkatan mutu pembelajaran. Sayangnya, banyak institusi pendidikan masih menerapkan pendekatan kepemimpinan yang parsial dan kurang adaptif. Penelitian ini bertujuan membangun kerangka kepemimpinan holistik yang lebih integratif dan kontekstual. Metode meta-analisis berbasis PRISMA digunakan untuk mereview 150 artikel Scopus Q1–Q2 (2018–2024), dengan seleksi akhir 10 artikel paling relevan. Hasil analisis menunjukkan bahwa kombinasi kepemimpinan transformasional, instruksional, digital, dan terdistribusi mampu meningkatkan efektivitas pembelajaran, partisipasi guru, efisiensi manajemen, serta daya adaptasi institusi. Model Holistic Leadership Framework yang diusulkan menggabungkan visi transformasional, fokus akademik, pemanfaatan teknologi, dan kolaborasi organisasi. Kontribusi utama studi ini adalah integrasi berbagai pendekatan kepemimpinan ke dalam satu kerangka strategis yang aplikatif bagi kepala sekolah dan pembuat kebijakan. Penelitian ini juga mendorong validasi lanjutan dalam konteks yang berbeda untuk menguji efektivitas implementasinya.
EFEK MOTIVASI KERJA DAN KEPUASAN KERJA PADA KINERJA KARYAWAN YANG DIMEDIASI OLEH KETERIKATAN KARYAWAN PADA PT. ABC [THE EFFECT OF WORK MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE MEDIATED BY EMPLOYEE ENGAGEMENT AT PT. ABC] Ong, Daniel; Adriani Ajeng Dewi Putri Prabowo
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9587

Abstract

This study aims to examine the influence of work motivation, job satisfaction, and employee engagement on employee performance at an IT consulting company, PT ABC. A quantitative research method was employed, using a non-probability sampling technique. The entire population of 109 employees was selected through a census (saturated) sampling approach. Data was collected via questionnaires using a likert scale and analyzed with Partial Least Squares - Structural Equation Modeling (PLS-SEM) using SmartPLS 3.0 software. The study was motivated by a slight increase in the company's Key Performance Indicator (KPI), which rose from 3.2 in 2022 to 3.3 in 2023, indicating a potential influence of human resource factors on performance improvement. The results indicate that both work motivation and job satisfaction have a positive effect on employee performance. Furthermore, employee engagement plays a significant partial mediating role in strengthening the relationship between motivation and job satisfaction with performance. These findings highlight the importance of implementing strategies that enhance motivation, satisfaction, and engagement to drive optimal employee performance within the organization. Abstrak Bahasa Indonesia: Penelitian ini bertujuan untuk menganalisis pengaruh motivasi kerja, kepuasan kerja, dan keterikatan karyawan terhadap kinerja karyawan pada perusahaan konsultan IT, PT ABC. Metode yang digunakan adalah metode kuantitatif dengan teknik non-probability sampling, di mana seluruh populasi sebanyak 109 karyawan dijadikan sampel melalui pendekatan sampel jenuh. Pengumpulan data dilakukan menggunakan kuesioner berskala likert dan dianalisis dengan teknik Partial Least Squares - Structural Equation Modeling (PLS-SEM) menggunakan software SmartPLS 3.0. Penelitian ini dilatarbelakangi oleh adanya peningkatan Key Performance Indicator (KPI) perusahaan dari angka 3,2 pada tahun 2022 menjadi 3,3 pada tahun 2023, yang mengindikasikan adanya kemungkinan kontribusi faktor sumber daya manusia terhadap perbaikan kinerja. Hasil penelitian menunjukkan bahwa motivasi kerja dan kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Selain itu, keterikatan karyawan berperan sebagai mediator parsial yang signifikan dalam memperkuat hubungan antara motivasi dan kepuasan kerja terhadap kinerja. Temuan ini menegaskan pentingnya strategi organisasi dalam meningkatkan motivasi, kepuasan, dan keterikatan karyawan guna mendorong kinerja yang optimal di lingkungan perusahaan.
MODEL OF CHANGE MANAGEMENT PERFORMANCE IN CITRARAYA PARISH THROUGH THE LEADERSHIP ROLE OF THE PARISH PRIESTS Matius Bili; Mercurius Broto Legowo
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9588

Abstract

Change management in religious organizations, such as parishes, requires an effective management model so that it can run well and sustainably. The lack of consideration of personal quality factors and leadership of parish priests is a major problem in realizing better change management performance.  This study is intended to initiate a change management performance model in Citra Raya Parish through the leadership role of the parish priest. This study uses an empirical research method with a quantitative approach, with a case study in Citra Raya Parish. Valid data was collected from 100 parishioners through an online empirical survey, using a purposive random sampling technique. The results of the study show that the effectiveness of change management performance in the parish environment was influenced by the role of the pastor's leadership style and the personal qualities he possesses. Theoretically, these results contribute significantly to the existing literature, in line with the understanding that good leadership and personal qualities impact the ability to overcome management changes in an organization in this case study in a religious organization. The performance model of change management in Citra Raya Parish produced in this study has significant benefits and can contribute to being a reference for other churches in managing change more systematically and sustainably.

Page 1 of 1 | Total Record : 5

 1 

Filter by Year

2025 2025


Reset
Filter By Issues
All Issue Vol. 5 No. 2: September 2025 Vol. 5 No. 1: April 2025 Vol 4, No 2: September 2024 Vol. 4 No. 2: September 2024 Vol 4, No 1: April 2024 Vol 3, No 2: September 2023 Vol 3, No 1: April 2023 Vol 2, No 2: September 2022 Vol 2, No 1: April 2022 Vol 1, No 2: September 2021 Vol 1, No 1: April 2021 More Issue